When do dismissals occur?

Dismissals occur whenever a manager decides that an employee’s performance or behavior is hopelessly problematic. In some cases, an employee outright violates a law or a company policy (for example, by stealing or by sexually harassing another employee) and is dismissed immediately. In other cases, the manager has worked with the employee over many months to try to address performance or behavioral problems, but these efforts have not succeeded. In general, you, the manager, would decide whether to dismiss an employee. You would also be the one to deliver the news.

What emotions are associated with dismissals?

For most managers, dismissing a problem employee generates a feeling of relief. That’s because dismissing usually solves the problem at hand. However, some managers may feel a sense of failure because they see themselves as responsible for being unable to improve matters. For employees who are dismissed, feelings can range from anger, sadness, and resignation to shame, frustration, rage, or even relief—depending on the individual involved and the circumstances surrounding the dismissal.

Workers who remain may experience strong emotions as well, depending on their relationship with the dismissed employee. Friends and supporters of the former team member may feel angry. Those who felt frustrated by the dismissed person’s poor performance may feel relieved.

What are the legal implications of dismissals?

Dismissals can happen in any organization and in any industry. However, dismissal regulations vary widely internationally. Laws and company policies governing dismissals are complex. Various forms of employee status—such as exempt versus nonexempt or union versus nonunion—add to this complexity. A general awareness of these implications can help guide you when dismissing an employee.

How effectively do dismissals solve the problem?

Dismissals usually solve the problem at hand—whether it’s poor performance on the employee’s part or problematic behavior that severely disrupts team performance. However, sometimes dismissals stem in part from a manager’s failure to give timely and sufficient feedback and support to the problem employee.